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136. How will variation in the actual durations of each activity be dealt with to ensure that the expected Training Evaluation results are met?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Training Evaluation Index at the beginning of the Self-Assessment.
CRITERION #3: MEASURE:
INTENT: Gather the correct data. Measure the current performance and evolution of the situation.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. How will measures be used to manage and adapt?
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2. Was a business case (cost/benefit) developed?
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3. What causes innovation to fail or succeed in your organization?
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4. What is your Training Evaluation quality cost segregation study?
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5. How do you verify the authenticity of the data and information used?
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6. Do you have any cost Training Evaluation limitation requirements?
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7. How do you measure efficient delivery of Training Evaluation services?
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8. What would it cost to replace your technology?
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9. What are the Training Evaluation investment costs?
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10. Among the Training Evaluation product and service cost to be estimated, which is considered hardest to estimate?
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11. When are costs are incurred?
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12. What are the costs and benefits?
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13. Do you effectively measure and reward individual and team performance?
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14. How sensitive must the Training Evaluation strategy be to cost?
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15. What happens if cost savings do not materialize?
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16. How will your organization measure success?
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17. What kind of analytics data will be gathered?
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18. How do you verify and develop ideas and innovations?
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19. Why do you expend time and effort to implement measurement, for whom?
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20. What measurements are being captured?
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21. Are the Training Evaluation benefits worth its costs?
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22. What are the types and number of measures to use?
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23. What can be used to verify compliance?
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24. Are the measurements objective?
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25. How do you know that any Training Evaluation analysis is complete and comprehensive?
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26. Where is it measured?
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27. How frequently do you verify your Training Evaluation strategy?
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28. Is the solution cost-effective?
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29. What are you verifying?
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30. How do you focus on what is right -not who is right?
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31. What are the costs?
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32. Is it possible to estimate the impact of unanticipated complexity such as wrong or failed assumptions, feedback, etcetera on proposed reforms?
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33. How are measurements made?
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34. What is your decision requirements diagram?
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35. How will you measure your Training Evaluation effectiveness?
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36. Why do the measurements/indicators matter?
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37. What methods are feasible and acceptable to estimate the impact of reforms?
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38. Who should receive measurement reports?
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39. Which aspects of the training have the greatest impact?
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40. When should you bother with diagrams?
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41. Will Training Evaluation have an impact on current business continuity, disaster recovery processes and/or infrastructure?
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42. Have you included everything in your Training Evaluation cost models?
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43. How frequently do you track Training Evaluation measures?
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44. What does a Test Case verify?
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45. How does cost-to-serve analysis help?
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46. How will the Training Evaluation data be analyzed?
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47. When is Root Cause Analysis Required?
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48. Are the units of measure consistent?
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49. Do the benefits outweigh the costs?
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50. What is the root cause(s) of the problem?
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51. Are indirect costs charged to the Training Evaluation program?
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52. Who is involved in verifying compliance?
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53.